Empirical Study Of High Involvement Work System On Enterprise’s Innovation Performance

At present,China’s economy is in a critical period of transformation of old and new kinetic energy to promote economic transformation and upgrading.Under the increasingly fierce market environment,innovation is an important way to obtain sustainable competitive advantage.As the core of innovative resources-the emergence of new generation of knowledge workers,and gradually become the backbone of the workplace,they pay more attention to personal achievement,satisfaction,autonomy and involvement from the work,and rely on the traditional single The human resource management model is clearly unable to meet the demands of these new forces.Therefore,how to best improve the organizational innovation ability of the human resource management system has become an urgent problem for enterprises.Therefore,the high involvement work system as an important concept in the field of strategic human resource management has aroused widespread concern in the academic community,especially the research on the impact of high involvement work system on enterprise development has also been a hot issue.At the same time,in the era of knowledge economy,corporate human capital helps to shape the innovation ability of enterprises and the more important it is.This study attempts to study the mechanism of the high involvement work system on organizational innovation performance,in order to build the best human resource management system for the enterprise to shape the core competitive advantage of the enterprise.At present,research on the mechanism of high involvement in work systems and organizational performance has yielded relatively fruitful research results.However,based on the situation of Chinese companies,there are few studies on whether high involvement systems can promote organizational innovation performance.The study of the relationship mechanism between the two has great theoretical and practical significance.In this context,this paper takes the high involvement work system as the independent variable,the innovation performance as the dependent variable,andselects the five dimensions of strict selection,extensive training,contingent compensation,work team and information sharing as the measurement content of the high involvement work system.Management innovation,technological innovation and employee innovation are the measurement of innovation performance.In addition,this study uses enterprise human capital as a mediator variable to explore the intermediary model of high involvement system through the accumulation of human capital of enterprises and affect the organizational innovation performance.It aims to provide theoretical and practical reference for the implementation of systematic human resource practice..First of all,this paper reviews the existing research results of the three variables of high involvement in work system,human capital and organizational innovation performance through literature review,including content definition,dimension classification and measurement indicators,and puts forward the paper based on relevant theories.Research hypotheses and construct theoretical models;Then in the research design part,this paper based on the domestic enterprise situation,borrowed from the relatively mature scale revision and improved the questionnaire survey,and used the electronic questionnaire to distribute the employees in Guangdong,Yunnan,Jiangxi and other provinces,and finally recovered357 copies.Effective questionnaires;then use SPSS and other statistical measurement software to collate and analyze the collected questionnaire data,including reliability and validity test,descriptive statistical analysis,correlation analysis and structural equation modeling analysis methods.test;In addition,based on the research conclusions,this paper selects Huawei as the case study object,and reviews the typical content of Huawei’s high involvement work system in different stages of enterprise development by consulting relevant materials and interviewing employees.Finally,the conclusions of this research are summarized.Point out the limitations of the research and future research directions,and propose rational management suggestions and initiatives.The conclusions of this paper include:(1)High involvement in the work system and five dimensions have a significant positive impact on organizational innovation performance,and the positive impact of extensive training,work team andinformation sharing is more significant;(1)high involvement in the work system has a significant positive impact on the cumulative stock of human capital;(3)the accumulation of human capital stock has a significant positive impact on the organization’s innovation performance.(4)The accumulation of human capital stocks plays a mediating role in the relationship between high involvement work system and innovation performance.That is,high involvement work system can affect the innovation performance of enterprises through the accumulation of human capital stock.Finally,based on the research conclusions,this paper puts forward some strategic suggestions to promote the innovation performance of enterprises,in order to bring some theoretical or practical enlightenment to relevant managers,such as setting up an innovation-oriented high-involvement work system and establishing human capital as the enterprise.Core strategic resources,shaping an open and innovative working atmosphere,and so on.The innovations of this research include:(1)Based on the actual situation of Chinese enterprises,this paper uses domestic high-tech enterprises as research samples to construct a research mechanism of the influence mechanism of high involvement work system on organizational innovation performance;(2)The three variables of high involvement in the work system,human capital and organizational innovation performance have been integrated,confirming the mediating effect of human capital in the theoretical model,enriching the research scope and research perspective of each variable;(3)the application case of this paper The analysis will sort out the practical results of Huawei’s high involvement in the work system,and provide reference and guidance for how to build the best human resource management system to enhance the innovation capability.